Our clients are split into two distinct groups these days.  Half of our clients are in the employment space, based on my work and reputation as a recruiter.  The other half is marketing and traditional web design projects we built up over Franki's experience with e-commerce and branding.

Employment is getting bigger, in part because of the efforts we're putting into SocialMediaHeadhunter.com.  Add that to the desire of recruiters to understand how social media can be used to make more placements, and the result is my speaking schedule in the next few months.

I have invitation-only webinars with Sendouts.com for their client list that start tomorrow.   We'll be doing the same with Hireability's list of independent recruiters starting in May.  Those topics will consist of recruiting using Facebook and MySpace, as well as Social Media 201 and 301 classes for recruiters.  June 19th I'll be presenting on the topic of how to hire using social media in a seminar with Illinois staffing professionals.

Sadly, we're not able to attend many Web 2,0 and social media events this year, but we have big plans to expand in that space, primarily through pushing the social media headhunter brand.

Here's a post on what you need to be considered as a social media candidate.  It's very interesting.  In just about every industry in the US, the number of jobs far outweighs the number of qualified candidates.  Because it's so new, the supply of candidates in social media is larger than the number of jobs.

I give it about six months, before that gets flipped.

Our clients are split into two distinct groups these days.  Half of our clients are in the employment space, based on my work and reputation as a recruiter.  The other half is marketing and traditional web design projects we built up over Franki's experience with e-commerce and branding.

Employment is getting bigger, in part because of the efforts we're putting into SocialMediaHeadhunter.com.  Add that to the desire of recruiters to understand how social media can be used to make more placements, and the result is my speaking schedule in the next few months.

I have invitation-only webinars with Sendouts.com for their client list that start tomorrow.   We'll be doing the same with Hireability's list of independent recruiters starting in May.  Those topics will consist of recruiting using Facebook and MySpace, as well as Social Media 201 and 301 classes for recruiters.  June 19th I'll be presenting on the topic of how to hire using social media in a seminar with Illinois staffing professionals.

Sadly, we're not able to attend many Web 2,0 and social media events this year, but we have big plans to expand in that space, primarily through pushing the social media headhunter brand.

Here's a post on what you need to be considered as a social media candidate.  It's very interesting.  In just about every industry in the US, the number of jobs far outweighs the number of qualified candidates.  Because it's so new, the supply of candidates in social media is larger than the number of jobs.

I give it about six months, before that gets flipped.